Feeling a sense of belonging in the workplace is key to job satisfaction. In fact, more than 50 percent of employees who left their jobs stated that they lacked a sense of belonging, according to a recent survey by McKinsey.
Everyone wins when an organization focuses on ensuring the “B” in DEIB (diversity, equity, inclusion and belonging). The company benefits from nurturing innovation among a diverse workforce, and ultimately creates a greater sense of team spirit and camaraderie among staff. Increased productivity and sustainability are among the beneficial by-products of this approach.
A further McKinsey survey on diversity, equity, inclusion, and belonging revealed that businesses with the greatest ethnic and cultural diversity enjoyed 36 percent more profitability than those in a lower quartile. Data analysis indicated that companies in the top quartile for gender diversity in executive teams were 25 percent more likely to have above-average profitability than competitors in the fourth quartile. And the most gender-diverse companies were 48 percent more likely to enjoy outperformance than the least gender-diverse companies.
Creating a sense of belonging for employees working remotely is more challenging but equally important. The number of global digital jobs continues to rise and is expected to reach about 92 million by 2030. Remote employment naturally taps into a broader and more diverse talent pool worldwide, and job satisfaction in this respect can be quite high. However, remote working can be a barrier to creating that same sense of team spirit shared at a physical workplace. Nevertheless, if an organization adapts its DEIB programs, both in-house and remote employees can experience a similar sense of being part of a team—even if remote.
So, what does work satisfaction have to do with DEIB? A key component of DEIB is its focus on promoting inclusion and belonging regardless of race, gender, age, religion, neurodiversity, sexual orientation, or socioeconomic background. As well, DEIB initiatives aim to create psychological safety in the workplace, and with that comes higher job satisfaction and overall well-being. Effective DEIB programs work to reduce discrimination and bias, which can be major sources of job dissatisfaction when present. DEIB work also brings a diversity of ideas and perspectives, which can boost employee engagement.
US Surgeon General Vivek Murthy, MC, named connection and community, including a sense of belonging, as one of five workplace essentials in the first-ever Framework for Workplace Mental Health and Well-Being, released in 2022.
Equally, companies without DEIB policies risk losing out when recruiting because they aren’t tapping into the broadest talent pool available. Candidates from minoritized groups are less likely to pursue a job opening if they perceive an organization to not have a workplace culture that includes a sense of teamwork and belonging. Statistics from McKinsey, found that a failure to create this type of workplace culture led to a 39 percent drop in job applicants.
A sense of isolation
While working remotely presents many advantages, including more schedule flexibility and greater work-life balance, the downside for remote workers can be a feeling of isolation and loneliness, something 23 percent of workers said they felt in a 2023 survey on remote work. Having social connections, such as a chat near the coffee machine, can be essential for building a sense of community and productivity within a team. Virtual coffee breaks can allow teammates to socialize, and the use of apps like Slack and Microsoft Teams can facilitate non-work discussions. Managers can also assign cross-functional projects to encourage interactions between team members. These and other activities can support remote workers and reduce their sense of isolation.
Cultivating a culture of belonging
Transformative leadership that is aware of the need to create a sense of belonging is critical to the success of remote teams. Leaders have a significant influence on organizational culture and their involvement signals that remote work is valued and respected, whether that is ensuring remote team members have as much chance to speak in meetings as in-office staff, or actively seeking their opinions on certain topics and decisions.
Leaders also have the authority to allocate resources for improving the effectiveness of remote work, such as advanced technology to help with productivity and remote onboarding practices that ensure new staff members feel integrated into the team.
Companies should look to develop specific remote DEIB policies and strategies, setting goals that can be measured and tracking progress to ensure their success. Creating safe online spaces where teams can provide feedback on their experiences and offer suggestions is an important part of keeping dialogue open even when you’re not all in the same physical space.
Strategies for remote teams to foster belonging
Here are multiple ways to foster a common purpose and a sense of belonging for teams that are working remotely, here are some to consider:
Encourage honest communication
Employees must feel safe in the knowledge that they can share grievances and concerns with team leaders without reprisals or criticism. Provide multiple opportunities for employees to provide feedback on how things can be improved, such as employee resource groups, affinity groups, or diversity councils that can foster a sense of belonging for minoritized groups and provide valuable insights for the organization.
Conduct cross-cultural training
As teams expand to include employees from across borders, conflicts can arise among any team due to the misunderstanding of cultural norms. Providing some form of cultural training for staff can help increase awareness of cultural biases and help communication flow in a more culturally sensitive manner.
Harness technology for accessibility
Make use of technology that allows team members to work in ways that suit them. If individuals are neurodivergent or have a disability such as reduced vision, provide them with tools that will help them work as effectively as their colleagues. For working parents, consider more flexible working hours with programs that allow them to check in and out around school pickup times. Simple tools such as closed captions for videos and customizable fonts and color contrasts all help individuals with varying abilities feel included.
Support career progression
Be transparent in offering learning and development opportunities for career growth equally so that remote employees can achieve the same goals as in-house team members. For younger team members, unused to a working environment, consider assigning mentors to help guide them, and support remote workers with management opportunities as you would workers in-house.
Prevent virtual microaggressions
While microaggressions that create a sense of ‘bothering’ are often associated with off-the-cuff comments in person, they can still happen online. Workers having to allow people ‘into their homes’ via video calls can prompt inappropriate comments, or insensitive remarks regarding workers from different cultures or ethnic backgrounds are all forms of discriminatory behavior that should be reported safely and dealt with quickly by leaders.
Create a community
Having a virtual break room can help remote employees who are feeling isolated. Perhaps set aside time before or after normal working hours to spend time and have a conversation in a relaxed setting. However, it’s better to make it optional, so that individual choices are respected.
Use inclusive employment strategies
Acknowledging and celebrating individual differences and unique personality traits is an effective way to build rapport in remote team settings. This can lead to every team member feeling free to contribute while feeling mutually respected.
Ask for feedback
Ask employees to complete a work satisfaction survey. Simply offering employees the opportunity to share their views demonstrates a willingness to listen, which will be appreciated by those who spend much of their time behind a computer screen. Out of sight should never mean out of mind when it comes to your team’s well-being.
Get back on track with expert advice. To ensure that all of your employees are aligned with DEIB policies, consult diversity experts who possess the necessary tools and experience to guide you through the process.
